Though Assessment and Development Centres use similar techniques to evaluate employees, they are often misunderstood to be the same.

An Assessment Centre (AC) is used as an exercise to determine talent, select new employees or discover promotion-ready candidates amongst current employees. It helps identify and select the best talent by identifying and measuring current levels of competencies (knowledge, skills and behavior/attitude) against a job description (position profile) that are essential for delivering superior performance in that job.

A Development Centre (DC) is used exclusively for enhancing competencies and capabilities aligned to a potential future role, using a structured learning and developmental plan. This process looks to nurture and build talent and is focused on identifying employees with potential to be groomed for higher roles and responsibilities, establishing competency and capability development objectives (often individualized) and in alignment with their own career aspirations and interest.

At Empowered Learning, depending on the needs and objectives, we use multi-dimensional approaches in selecting and deploying the appropriate tools. Some of these are:

Business Simulation

In-basket Exercise

Behavioural Event Interview

Group Discussion

Case Study Method

Individual Presentations

Written Communication

Group Activities

Psychometric Instruments

Role Plays

After discussions with the client, essential tools are chosen that help elicit behaviors that are relevant to the most important aspects of the job position or role for which the delegates are being considered.